It's all about A.D.L.I. What does "L" stand for?

Breaking down A.D.L.I. (Approach, Deployment, Learning, Integration)

Welcome back to our series, Breaking down A.D.L.I. (Approach, Deployment, Learning, Integration).

In this session, we move over to the "L" which is our focus on learning.

Why is learning relevant to a project, you and your organization? Let me as a couple of questions.

1.) In your last project, did you or the team have to learn a new skill, trade or technique to complete a task? Think about what you changed or implemented to make the project run more efficiently. Did you improve tracking, communication, or planning to help make the project better than the last one? Can this be applied to another project? If so, have you made those changes? If not, why?

2.) In your career, have you changed how you managed your tasks, managed your time, or managed your team to become more efficient? Did you receive training on a new skill or process to expand your capability? Why did you do this? What would have happened if you were doing things the same as you did them before?

3.) In your organization, have requirements, management, staffing, deadlines or regulations changed? What changes did you make to address the change? How did you share what you learned with others to help make the changes successful (or did you)?

In my opinion, the ability to learn is one of the most crucial tools in our toolbox. In each of our experiences, we have the opportunity to learn from the situation, and people around us to improve. Where we come up short is not taking that knowledge and implementing it to help others. Just think about how many times you have worked on a problem only to find out someone else had the same problem and knew the fix. How much time did you waste? What could you have done with that time?

One of the most rewarding experiences I have is working with the Baldrige Criteria for Performance Excellence as an examiner. In the criteria, one of the key items we look for in maturing organizations is something called "Cycles of Learning". Simply put, we look to see what did they learn and how did they apply this knowledge in their organization to improve. As an organization matures, you see a rapid transition from limited cycles of learning to a constant flow of learning which continues to propel the organization forward.

Over the past week, I have had the pleasure of working with several business leaders and talking to them about what they do. In each case, we were able to discuss opportunities in their organizations where they could improve. In each of these situations, they took action to learn from our discussion and make changes to move them forward.

As a Business Coach, I want to leave you with the following questions and assignment.

1.) What is one thing you can change this week that will help you, your team, or your organization move to the next level?

2.) What is one thing you can share with someone that will help them move to the next level?

3.) Looking at your calendar this week, when can you take action to share this knowledge to move to the next level? Put it on your calendar and make a commitment to complete the task.

In our next session, we will finish up our series and discuss the "I" in A.D.L.I., Integration.


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